"Progress isn't a moment in time, and it's not a set of metrics. Progress is commitment and action from all of us every day. Across Boeing, we respect one another and advance representation and inclusion companywide, appreciating one another's differences as assets. We believe that inclusion makes us better. Diverse backgrounds, experiences and perspectives make us stronger and more innovative. Every teammate brings something uniquely valuable to Boeing. Diversity must be at the table for every important decision our company makes, every challenge we face, every innovation we design. Equity, diversity and inclusion make Boeing, and each of us individually, better. We can make the world better, together."

Regardless of your background or self-perceived cultural competence, demonstrating genuine interest, openness, and curiosity is crucial when conveying cultural competence. Nonverbal indicators of these emotions include leaning in, tilting your head as you speak, smiling, and maintaining eye contact. Conversely, signs of discomfort and avoidance can be interpreted as indicators of negative bias and antipathy. Such nonverbal cues include decreased positivity, reduced eye contact and more gaze aversion, fewer smiles, greater interpersonal distance, and increased blinking. Consider these points when formulating your answer to ensure you project a positive and culturally sensitive demeanor.

"I firmly believe that everyone should be granted equal opportunity, regardless of gender, identity, genetics, race, culture, politics, disability, religion, or background to be respected and to advance their contributions and their careers. A work culture that lacked diversity wouldn't be very cultured, and would not be an innovative environment, nor a place I would consider for employment."